EMPLOYEE-ORIENTED LEADERSHIP AND QUALITY OF WORKING LIFE: MEDIATING ROLES OF IDIOSYNCRATIC DEALS

被引：49

作者：

Hornung, Severin ^{[1
]}

Glaser, Juergen ^{[2
]}

Rousseau, Denise M. ^{[3
]}

Angerer, Peter ^{[2
]}

Weigl, Matthias ^{[2
]}

机构：

[1] Hong Kong Polytech Univ, Dept Management & Mkt, Kowloon, Hong Kong, Peoples R China

[2] Univ Munich, Inst & Outpatient Clin Occupat Social & Environm, Munich, Germany

[3] Carnegie Mellon Univ, Heinz Sch Publ Policy & Management, Tepper Sch Business, Pittsburgh, PA 15213 USA

来源：

PSYCHOLOGICAL REPORTS | 2011年 / 108卷 / 01期

关键词：

INITIATING STRUCTURE; FAMILY CONFLICT; ORGANIZATIONAL CRITERIA; JOB RESOURCES; I-DEALS; ENGAGEMENT; SATISFACTION; TERMS;

D O I：

10.2466/07.13.14.21.PR0.108.1.59-74

中图分类号：

B84 [心理学];

学科分类号：

04 ; 0402 ;

摘要：

Leader consideration has long been suggested to be conducive to quality of working life experienced by employees. The present study links this classic leadership dimension with more recent research on idiosyncratic deals, referring to personalized conditions workers negotiate in their employment relationships. A two-wave survey study (N=159/142) among German hospital physicians suggests that authorizing idiosyncratic deals is a manifestation of employee-oriented leader behavior. Consideration had consistent positive effects on idiosyncratic deals regarding both professional development and working time flexibility. These two types had differential effects on two indicators of the quality of working life. Development related positively to work engagement, flexibility related negatively to work-family conflict. Cross-lagged correlations supported the proposed direction of influence between consideration and idiosyncratic deals in a subsample of repeating responders (n=91). The relation between development and engagement appeared to be reciprocal. Longitudinal results for the association between flexibility and work-family conflict were inconclusive.

引用

页码：59 / 74

页数：16

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